“The shortage that affects many specialized trades (nurses, laboratory technologists, IT, engineers, etc.) obviously impacts the hospital, but also the staff since the tasks are passed on to fewer people,” explains Antoine Gruselin, The spokesperson for the Citadel CHR. “These profiles are rarely awaiting a job, it is therefore necessary to present the hospital to them as a potential employer. And which better to enhance the work environment than the collaborators themselves, who are our best ambassadors.” Another motivation for management: “The cost of head hunters or specialized recruitment boxes, which oscillates between 10 to 15,000 euros per commitment to certain profiles.”
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“We therefore promote internal means of recruitment which” speak true “while offering a little more financial”, underlines Antoine Gruselin. “Hospitals are subject to the IFIC (private and public) scales, which means that we do not have a financial room for maneuver to attract these high profiles. Our financial conditions do not, in fact, the weight by Report to certain private companies.
About twenty applications have already been made.
Considering Citadel CHR’s focus on internal recruitment, what specific strategies have they implemented to leverage their current staff as ambassadors?
An Interview with Antoine Gruselin: Redefining Hospital Recruitment
Archyde: Hello Antoine, thank you for joining us today. You’re the spokesperson for the Citadel CHR. Could you start by telling us about the current staffing situation in Belgian hospitals, particularly regarding specialized profiles like nurses adn IT professionals?
Antoine Gruselin:Hello, thank you for having me. Indeed, like many sectors, healthcare is currently facing a shortage of specialized profiles.This affects not only the hospital’s operations but also the staff, as tasks are delegated to fewer people. These profiles are rarely unemployed, so presenting the hospital as an attractive potential employer is key.
Archyde: That’s an captivating challenge. How is Citadel CHR addressing this issue?
Antoine Gruselin:We’re focusing on internal recruitment means, which tend to be more ‘truthful’ and cost-effective.We’re leveraging our current staff as ambassadors to showcase our work habitat and culture. Additionally, customary recruitment channels like headhunters or specialized recruitment boxes can be quite expensive, oscillating between 10 to 15,000 euros per commitment for certain profiles.
Archyde:That makes sense. however, isn’t the financial aspect a limitation, given that hospitals are subject to IFIC scales?
Antoine Gruselin:Yes, our financial maneuvering room is indeed limited. However, by focusing on internal means, we can bypass some of these constraints and present a more compelling package to potential candidates, including our unique work environment and culture.
Archyde:Speaking of which, what kind of responses have you seen so far with this approach?
Antoine Gruselin:We’ve seen around twenty applications already, which is a promising start. It shows that our approach resonates with potential candidates and encourages them to join our team.
Archyde:That’s encouraging. Final question, Antoine – what advice would you give to other healthcare institutions facing similar staffing challenges?
Antoine Gruselin:My advice would be to focus on your existing staff as your best ambassadors. Promote your unique work environment and culture, and consider cost-effective internal recruitment means. After all, your current staff knows best what makes your institution a great place to work.
